Defined as a training that allows an individual to acquire the knowledge and skills necessary to practice a profession, vocational training is aimed at adolescents with a school or university status, as well as adult workers or the unemployed. There are two types of vocational training: initial vocational training and continuing education. Although these types of training are vocational, they differ from each other, if only in terms of the beneficiaries.
Summary
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- Definition of vocational training
- The two types of training
- Initial vocational training
- Continuing vocational training
- Difference between continuing education and initial training
- Which vocational training for which audience?
- Instructors and methods
- Duration of training and hours
- The cost
- Purpose of different vocational training
- Alternating training as a springboard for vocational integration
- Types of contracts
- For whom?
- How does it work?
- Advantages of alternating training
Definition of vocational training
Vocational training is defined as a training that enables an individual to acquire the specific knowledge and skills needed to practice a profession. It is traditionally associated with the learning of a trade, based on practice and mastery of technique rather than theory and conceptual abstraction. Vocational training can therefore be oriented towards a teenager who wants to progress towards a well-defined profession. It is provided in vocational secondary schools, technical high schools, or apprenticeship centers. Students receive alternating general and technological or professional education related to the chosen profession.
Vocational training can also target an adult who wishes to deepen their knowledge, skills, or professional abilities, with the aim of raising their qualifications and developing their career or redirecting towards a new professional activity. This is continuing vocational training that benefits employees or job seekers. Similarly, in the case of employees, the training can be decided either by their own initiative or by that of the employer.
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The 2 types of vocational training
Vocational training can be classified into two types: initial vocational training and continuing vocational training.
Initial vocational training
Initial vocational training, which includes professional education, higher education, and apprenticeships, concerns young people in a school situation, university students enrolled in professional higher education, and apprentices. In the case of professional education, training takes place in vocational secondary schools and prepares young people to obtain the professional aptitude certificate (CAP) or the vocational studies certificate (BEP) or the professional baccalaureate (Bac Pro). Young university students can also benefit from initial vocational training when, after obtaining their baccalaureate, they decide to take short professional courses, allowing them to obtain the BTS or a university technology diploma (DUT).
Continuing vocational training
Continuing vocational training concerns both employees and job seekers; the access modalities therefore vary according to the status of the applicant. Indeed, it can be decided by the employer when they wish to maintain their skills, or at the initiative of the employee, driven by the desire to deepen their knowledge or advance in their career. Thus, continuing vocational training, which facilitates professional mobility, is very advantageous for the employee who benefits from the financial support of an approved collecting organization.
Difference between continuing education and initial training
It should be noted that the two courses are often considered complementary. In most cases, continuing education can be seen as a direct continuation of initial training. It then seems normal that certain differences may arise.
Which vocational training for which audience?
Initial training takes place in a school. This includes all individuals with a school status. University students are also concerned. Generally speaking, these will be children and young adults.
Continuing education concerns individuals who have completed their initial training and have entered the workforce. It is therefore more aimed at employees, job seekers, but also young adults.
Instructors and learning methods
Instructors can be described as teachers in both cases. In the basic sense for initial training and in the sense of the trainer for continuing education. For the first training, the knowledge acquired corresponds to that of the school system up to the high school diploma or equivalent, then diverges in higher education where one begins to learn the basics of a profession.
Continuing education works a bit differently. The teacher-trainer is responsible for passing on their knowledge or skills to the learners. This can take place in several different ways. In person, you will need to go to the training center. At a distance, also called e-learning, everything will take place on the Internet. Finally, in telepresence, you will be in contact with your trainer via video exchange. The employee therefore normally acquires specific knowledge and can use it directly in their work or for recycling purposes. It is therefore about enhancing expertise or learning new ones.
Duration of training and schedules
A long-term program is what we expect from initial training. Indeed, 2 years will be the minimum by following, for example, a BTS. This then extends to 3 years for a baccalaureate, to 4 or 6 years for certain competitions, to 5 years for a master’s degree, and to 8 years for a doctorate. It is always full-time, except in the case of alternating training.
In contrast, there are short courses for continuing education. They are then specialized in a specific area and last only a few hours. These take place, with a few exceptions, outside of working hours. The CIF (Individual Training Leave) can extend the duration of training to one year full-time and even two years part-time.
The cost
Free is the price of initial training in general. Of course, some of them will require you to pay. This mainly concerns private schools and higher education institutions. There may be tuition fees or exam fees.
Continuing education is inevitably paid. Fortunately, the costs are not borne by the employee even if they can participate in the entire cost or finance an action. They can access it through their employer. The latter can activate the CPF (Personal Training Account) which entitles them to a training action or the CIF. Job seekers will have to turn to professionalization contracts. For both statuses, assistance from the General Council can be received. Finally, self-employed individuals, including artisans, merchants, freelancers, and others can use the AGEFICE (Association for the Management of Training Financing for Business Leaders), the interprofessional training fund, or the Medical Liberal Professions Training Insurance Fund (F.A.P.-P.L.).
Purpose of different vocational training
The acquisition of a diploma is the goal of long initial training courses, while continuing education promotes the acquisition of knowledge to refine a skill or achieve a VAE (Validation of Acquisitions of Experience) in order to ultimately acquire new diplomas and qualifications.
Alternating training, a springboard for professional integration
There is a training that is a common point between initial training and continuing education, namely alternating training. It involves acquiring a qualification and accumulating experience at the same time. This represents a significant advantage for recruiters.
Types of contracts
There are two types of vocational training contracts in alternating training, namely the apprenticeship contract which pertains to initial training and a professionalization contract for continuing education. In both cases, theoretical learning alternates in a school, institution, or training center and practical learning in a company.
For whom?
Young people aged 16 to 25 at the time of signing the contract, but also disabled workers, individuals over 25 wishing to obtain a diploma at a higher level than already acquired, and individuals seeking a diploma that will allow them to start or resume a business, are eligible for an apprenticeship contract. The professionalization contract is intended for young people aged 16 to 25, job seekers over 26, individuals receiving the activity bonus, the ASS (special solidarity allowance), the AAH (adult disability allowance), and those under the CUI (single integration contract) have the possibility to sign a professional contract.
How does it work?
The student is subject to the schedule designated by the school or training center providing the theoretical learning. This can very well be a half-day in the establishment followed by the afternoon in the company, a few days in one before alternating with the other. Alternation can also take place after a full week.
Advantages of alternating training
Alternating vocational training presents several significant advantages for both the individual who has undergone it and the employer. Here are some of the most telling examples.
First, the student will not have to pay tuition fees because it is an organization funded by the employer through the apprenticeship tax, which is responsible for it. In addition, they even receive a salary from their employer, which ranges from 27 to 100% of the minimum wage in an apprenticeship contract and from 55 to 100% in a professionalization contract. The remuneration depends on the age of the student. Under a contract with the company, they also benefit from all the advantages of an employee. Then, the continuation of a work-study training allows you to obtain a training diploma while training in a profession and thus start acquiring experience. This is how alternating training is a true springboard to active life.
Although it has to pay a salary and training costs, the company still benefits from the situation. To begin with, it can train the apprentice according to its needs, who may eventually be recruited. It is also work that can come in anticipation of business expansion. An apprentice does not count in the calculation of the workforce and receives less remuneration than a permanent employee. This means that the company pays lower costs. Assistance can also be provided as part of training expenses.
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